Ops Leadership Styles

What it does

When your agent uses it

• Diagnosing leadership challenges
• Succession planning
• Change management
• Crisis response

Example prompts

• “/ops-leadership-styles”

Workflow steps

3 steps, taken from the first numbered list in SKILL.md.

1. 1診斷個案中領導者的風格與其情境契合度
2. 2自我診斷慣用風格與可能盲點
3. 3產出可操作的風格切換行動清單

What it can do on your machine

Read from SKILL.md and the folder at commit 4e7f4f8. It shows what the files ask for, not the result of running them.

• Tool permissions

  Pre-approves nothing: there is no allowed-tools line, so your agent's usual permission prompts apply.

  From allowed-tools in the SKILL.md frontmatter.

• Runs code

  No scripts in the folder and no shell commands in SKILL.md (its code samples are markdown).

  From the folder's file list and the shell code blocks in SKILL.md.

• Network

  No URLs in SKILL.md.

  From URLs in SKILL.md, links to its own repository left out.

• Credentials

  Names no API keys, tokens, secrets or passwords.

  From names ending in _API_KEY, _TOKEN, _SECRET, _KEY or _PASSWORD in SKILL.md.

Context cost

Ops Leadership Styles loads about 1.4k tokens when it runs, and up to ~4.4k if it reads all its reference files. Until then it costs about 144 tokens; SKILL.md has 255 words of instructions outside code blocks.

Always · name and description, kept in context so the agent knows when to use it

~144

When it runs · the whole SKILL.md, loaded when a task matches

~1.4k

With references · SKILL.md plus every file in references/, read only if the agent opens them

~4.4k

Estimates: characters ÷ 4, the usual rule of thumb; real counts depend on the model's tokenizer. Scripts and assets cost tokens only if the agent reads them.

Safety

Automated static check — not a guarantee. Review scripts before installing. It scans the text of SKILL.md for risky patterns (piping downloads into a shell, reading credential files, hidden Unicode, destructive commands); files beside SKILL.md are not scanned.

SKILL.md

The full file from asgard-ai-platform/skills at commit 4e7f4f8, republished under its MIT licence (© asgard-ai-platform). 255 words, ~1,434 tokens.

name

ops-leadership-styles

description

Leadership-style decision framework combining transformational, transactional, servant, situational, and authentic leadership into a situation-based decision tree. Use for diagnosing leadership challenges, succession planning, change management, crisis response, taking over a new team, or generational-gap issues. Triggers: 『該用什麼領導風格』『怎麼帶這個團隊』『接班交棒』『危機領導』『年輕員工不吃這一套』『威權還是授權』『轉型領導』『僕人領導』『情境領導』『真誠領導』. For Taiwan EMBA leadership courses (台大／政大／師大), executive self-diagnosis, and succession-leadership style. 9-box/人才盤點/繼任規劃工具: use `ops-talent-strategy`.

metadata.category

WP-09 商學院—管理

metadata.tags

leadership, transformational, transactional, servant-leadership, situational-leadership, authentic-leadership, emba

metadata.audience

台灣 EMBA 在職學員、高階經理人

IRON LAW 1：情境決定風格，非個性決定風格
宣稱「我就是僕人式領導者」是自我設限。
成熟領導者能在 24 小時內從「危機指揮官」切換到「教練」角色。

IRON LAW 2：風格切換須顯性溝通
突然改變風格會讓部屬困惑（「老闆今天怎麼這樣」）。
切換前必須說明：為何此情境需要這個風格、持續多久、結束後回到什麼狀態。

IRON LAW 3：下屬成熟度是最重要的情境變數
同一事件，面對資深員工 vs. 新人須用不同風格。
Hersey-Blanchard 情境領導的核心不是「領導者本身」，而是「部屬準備度」。

Q1：組織當前面臨的是「變革」還是「執行」？
  ├─ 變革（轉型、重組、新事業）
  │   └─ Q2：員工對變革的抗拒程度？
  │       ├─ 高：轉型領導 + 真誠領導
  │       └─ 低：轉型領導
  └─ 執行（日常營運、目標達成）
      └─ Q3：工作性質？
          ├─ 例行、可量化：交易領導
          └─ 創意、知識工作：僕人領導

Q4：團隊成熟度一致嗎？
  ├─ 差異大 → 情境領導（對不同成員切換）
  └─ 一致
      ├─ 成熟度高 → 授權（delegating）
      ├─ 中高 → 支持（supporting）
      ├─ 中低 → 輔導（coaching）
      └─ 低 → 指示（directing）

Q5：組織信任水準？
  ├─ 低（近期有事件損害信任）→ 真誠領導優先，其他風格無效
  └─ 高 → 依 Q1–Q4 結論

1. 診斷情境：組織任務／員工成熟度／信任水準／變革強度
2. 走決策樹：得出建議風格（可能多於一個）
3. 評估現任領導者：
   - 慣用風格是什麼？
   - 與建議風格的落差？
   - 切換成本（個人改變難度、組織理解成本）
4. 產出行動清單：
   - 立即可做（本週）
   - 中期發展（3–6 個月）
   - 結構性（換人、授權、外聘教練）
5. 連回 EMBA 作業主題（個案分析／自我領導診斷）

# 領導風格診斷：{領導者／個案}

## 一、情境診斷
| 情境變數 | 觀察 | 啟示 |
|---|---|---|
| 當前任務 | {變革／執行} | ... |
| 員工成熟度 | {R1–R4 混合？} | ... |
| 信任水準 | {高／中／低} | ... |
| 變革強度 | {漸進／破壞式} | ... |

## 二、建議風格（依決策樹）
- 主風格：{轉型／交易／僕人／情境／真誠}
- 輔助風格：{...}
- 理由：{扣回情境診斷}

## 三、現狀落差分析
- 領導者慣用風格：
- 與建議風格的 gap：
- 切換難度：

## 四、行動建議
### 立即行動（本週）
### 中期發展（3–6 個月）
### 結構性調整

## 五、風險與限制
- 風格切換可能引發的副作用
- 不適合此情境的其他風格

© asgard-ai-platform, MIT. Rendered from Markdown: HTML in the file is shown as text, images as links, and headings moved down two levels. Raw file

Files

SKILL.md and 4 other files (references) in ops-leadership-styles of asgard-ai-platform/skills.

• SKILL.md
• examples/family-business-succession.md
• references/emba-leadership-courses.md
• references/leadership-theory-evolution.md
• references/tw-family-business-succession.md

Open the folder on GitHubat commit 4e7f4f8